There is not much value in having a manager only tell you what you should not have done. Ironically, he should not be doing this. While it is important to receive feedback on your performance, it should be accompanied by coaching, guidance, and a plan of correction.
One of the best ways to prevent the problems you describe is for you and your manager to meet more regularly, and for your manager to provide you with feedback and guidance at many points during the lifecycle of your projects. When a manager comes in at the end of the project and focuses on an employee's failure to perform, it is also a sign that the manager has failed to perform.
However, your manager's negative comments seem to transcend your projects and land on you as an individual. By saying he is tired of your excuses, it almost sounds like he is tired of you. Is that a possibility? Only you can answer this question, but it is worth pondering.
On your next project, try to meet with him at frequent intervals and make course corrections along the way. If your project ends up being a problem, then your problem is more than the project. Sometimes to get out of a cycle, you have to get out.
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